With some employees, it isn’t a matter of ability, it’s a matter of attitude. And while you can’t control someone’s horrible personality, you can decide how you’re going to respond. Use these scripts and strategies to confront problem employees and effectively manage employee discipline so you can bring motivating back to the forefront of your workday.
The first rule of people management is not to let one bad apple spoil your whole bunch. Difficult people can put a strain on the productive members of your team.
Make the most of your human capital. Browse our articles on the good, the bad and the ugly of People Management…
You’re a technical whiz. But one of the reasons you’ve climbed into the managerial ranks is not your advanced know-how—it’s your ability to lead people.
Move over, Google. Microsoft grabs tech headlines this month by adding zippy new features to its Internet Explorer browser. Here are four cool tricks that will save time for you and your employees.
We have an office cubicle workplace. Some of our employees like to listen to music during the day. Naturally, not everyone likes everyone else’s taste in music. I don’t want to referee these silly fights. I want a policy that says “If you are listening to music, use headphones.” Does anyone have a policy I can copy?—Laura, Boston
Like everyone else, we’ve been battered by the recession. We’ve started to turn things around, but our employees are pretty beat up by a tough business environment and a couple of layoffs we’ve had to do. Morale is poor. The general feeling is that we’re paddling like mad just to stay in the same place. Any ideas for inexpensive but meaningful ways to show staff that we appreciate their hard work and sacrifice during hard times?—Steve T., North Carolina
Our company has a MySpace page, to which all employees were invited to join. Soon after, one of our employees posted on his own MySpace page a derogatory comment about a co-worker. Naturally, that comment showed up on our MySpace page, and now the co-worker wants us to do something about it. But what? I'm at a loss about how or whether we can do anything. Suggestions?--Anonymous
You repeatedly articulate goals and point workers in the right direction. They know what’s at stake and they understand your vision. They just don’t know what to do next. Beware of communicating on a macro level.
You employ lots of people earning low wages. They face demanding jobs and limited opportunities for advancement. So what’s to motivate them?
Eric, a manager at a financial services company in Florida with 19 employees, discusses the dilemma of letting people work from home.
One of our employees has come to me with a request that makes me nervous. She wants to invite co-workers to attend Bible study sessions on our company’s premises. The gatherings would take place before working hours in a staff picnic area on our grounds. We don’t have any kind of policy addressing this. Are there any legal or other issues I should consider before I decide what to do?—SJM, Fla.
We may have to terminate an employee who has been with us for more than 10 years and has worked with people throughout the organization. When he goes, people are going to notice. Due to the nature of the situation, I don't want to issue a detailed explanation to the rest of the staff. Can I just go with "_ _ _ _ is no longer with the company," or will that just whip the rumor mill into overdrive? Are there any realistic alternatives?—Noreen, S.F.